Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
PREDICTORS and VALIDITY: TESTING and ASSESSMENT CENTERS Professor Bruce Fortado MAN 4301/6305 University of North Florida Any decision involving selection/hiring contains an implicit prediction that the individual selected will succeed. We recognize that individuals differ in how they will perform jobs, but the process of matching applicant qualities to job requirements proves far from a simple task. Predictive information can be gathered from application forms, tests, interviews, references, and assessment centers. If you are going to investigate a person’s background, credit, employment and driving records, or a drug screening test is required, a statement authorizing this can be placed on the application or another form each candidate fills out and signs (Dessler, 2009: 95-96). Applicants can also be informed false statements will result in termination. There are three basic approaches: (1) successive hurdles (the knockout approach) = a series of questions is posed, and a wrong answer on any one of the questions bounces the candidate out of consideration. (2) the compensatory approach = one goes through the entire process, and a high score in one area may counteract a low score in another area. (3) Validation refers to determining whether a selection method accurately predicts job performance. It is important to validate a test before using it in the selection process (Dessler, 2009: 119). Various Types of Validity Criterion-Related Validity (Empirical Validity) = A statistically significant relationship exists between a predictor (a test) and job performance criterion. Job Performance 100 - Measurement (Criterion) 90 - False Negative 80 - 70 - 60 - False Positive 50 - 50 60 70 80 90 100 Score on Selection Method (Predictor)
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
False positives and false negatives may result from: test anxiety, a candidate with mediocre skills may compensate with dints of hard work, one may have a high aptitude but not be motivated to use it, and an employee may get sidetracked by personal problems after being hired. Good criterion are (a) affected by the individual, not technology, (b) relevant to the goals of key constituents, (c) measurable at a reasonable cost, (d) affected by the individual differences reflected in the predictors, and (e) stable over time. The temptation is to focus on
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 07/29/2011 for the course MAN 4301 taught by Professor Fortado during the Fall '09 term at UNF.

Page1 / 4


This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online